HGV driver shortage, how do successful companies solve the crisis?

The HGV driver shortage hasn’t gone anywhere. Transport companies still struggle to meet deadlines, fill routes, and hold on to experienced drivers. Wages are rising. The pressure is building. But instead of repeating what you already know, this article focuses on what works. How do the most successful companies attract and retain drivers? What strategies actually make a difference? This piece skips the problem—and goes straight to the companies solving it.

This article in 30 seconds

The HGV driver shortage continues to challenge the transport industry. Leading companies are solving the crisis through long-term strategies.

• UPS improves driver retention with higher pay, flexible shifts and career development.
  - The company uses AI tools to optimise routes and reduce burnout.
• DHL trains new HGV drivers through a government-backed apprenticeship programme.
  - Mentorships, referral bonuses, and connected platforms improve retention.
• Girteka recruits HGV drivers from outside the EU to expand the talent pool.
  - Digitalisation and route optimisation boost efficiency and sustainability.
• XPO Logistics recruits women through its Female Driver Academy.
  - Paid training, mentoring, and truck redesigns help build inclusion and confidence.
• UK government schemes lower entry barriers with free HGV bootcamps.
  - Grants and test funding make licensing more accessible for new drivers.
  - Campaigns target women, ethnic minorities and underrepresented groups.
• Young drivers avoid the sector due to high costs, poor image and low visibility.
  - To appeal to new generations, the industry must modernise its image.
  - Social media, ergonomic truck design and flexible shifts are key tools.
• Technology plays a vital role in supporting existing, experienced drivers and optimising operations.
  - Route planning, freight matching and AI scheduling improve efficiency.
  - Autonomous and electric trucks are not replacing HGV drivers—but changing the role.
  - New tech creates demand for skilled planners, technicians and hybrid roles.
• TIMOCOM’s Road Freight Marketplace helps reduce empty runs and stress.
  - The platform enables smarter freight matching and better scheduling.
• Structural change is essential for long-term resilience in the HGV sector.
  - Government support, workplace reform and public awareness must align.
  - The solution lies in collaboration, innovation, and a shift in perception.

How leading companies are solving the HGV driver shortage

The HGV driver shortage might be widespread—but it’s not unsolvable. Across Europe, several major players have moved beyond patchwork fixes. They’re investing in long-term strategies that actually work. Let’s take a closer look at how these companies are leading by example. Please not that while this article references data and commentary from third-party sources, the author does not assume legal responsibility for the validity of claims made by external entities.

UPS (Europe & UK) focuses on competitive salaries and workforce development

UPS is one of the companies proving that the HGV driver shortage can be tackled—if you act decisively. In both the UK and across Europe, UPS introduced higher salaries and sign-on bonuses to attract experienced drivers. Not just as a short-term fix, but as part of a broader effort to make the job sustainable.

Work-life balance is another key part of their approach. With flexible shift planning and more predictable hours, UPS reduces burnout and keeps retention rates high.

The company also invests heavily in long-term recruitment. Apprenticeships, in-house training and internal growth paths help attract younger lorry drivers and develop future talent. This way they also lower the average age of their driver pool.

And finally: UPS relies on smart planning. With AI-supported route optimisation and automated freight matching, the company ensures every driver is used efficiently—without overloading their schedule.

DHL (UK & Europe) invests in apprenticeship and retention programmes

DHL has taken a structured approach to solving the HGV driver shortage—one that focuses on people, not just numbers.

In the UK, the company launched a fully-funded apprenticeship scheme aimed at training 1,000 new LGV drivers. Backed by government support, the programme targets both newcomers and current staff looking to upskill. But training is only the start. To keep new drivers on board, DHL pairs them with experienced mentors. These one-to-one relationships help bridge the gap between theory and practice—and strengthen team culture in the process.

To boost recruitment further, DHL offers referral bonuses to staff who help fill HGV driver vacancies. It’s a simple but effective tactic: reward the people already in the job for finding others who’ll do it well.

And finally, retention is backed by data. Using connected tech platforms, DHL tracks safety metrics, optimises schedules, and reduces driver stress. That means fewer incidents—and fewer resignations.

Girteka (Europe) expands the hiring pool and embraces digitalisation

Girteka takes a cross-border approach to driver recruitment—and backs it up with smart tech. To tackle driver availability issues, the company opened offices in Kazakhstan and Kyrgyzstan. By widening the talent pool beyond the EU, Girteka secures a steady flow of trained and experienced foreign drivers for its European routes.

But recruitment alone isn’t enough. Efficiency matters too.That’s why Girteka invests heavily in digital tools. With integrated systems like Electronic Data Interchange (EDI), they cut down manual tasks, reduce error rates, and streamline operations across the board.

Route planning has also gone digital. Using advanced optimisation software, Girteka maps out efficient, safer routes. It’s good for sustainability—and even better for retention. Less driver fatigue means fewer dropouts.

XPO Logistics shifts the standard through its women in trucking initiative

XPO is tackling the shortage of HGV drivers from a different angle: by changing who gets behind the wheel. In the UK, the company launched the Female Driver Academy—a 12 to 16-week paid training programme designed to bring more women into HGV roles. Trainees earn from day one, and partners like Saint-Gobain offer employment after graduation. It’s recruitment with a long-term view.

Each trainee is paired with a mentor—someone who’s already done the job and knows how to navigate the road ahead. That one-to-one support helps build skills, but more importantly: confidence.

Beyond training, XPO is also reshaping the industry culture. Truck designs have been adjusted to better suit diverse driver needs. And the company continues to invest in flexible work, career development and retention programmes—especially for women.

The results haven’t gone unnoticed. XPO has been named a “Top Company for Women to Work in Transportation” four years in a row. Not for ticking boxes—but for changing the standard.

UK government and local programmes provide funding and training opportunities

It’s not just companies stepping up. The UK government has rolled out several initiatives to train new drivers—and lower the barriers to entry. The most visible? HGV Skills Bootcamps. Free, fast-track programmes that get people licensed and road-ready in under 16 weeks. They’re open to anyone aged 19 or older and are already helping thousands into paid roles.

Money is another focus. To cover the high costs of licensing, medical checks and testing, the government provides grants and subsidies. For many, that makes the difference between considering the job—and actually taking it.

Another major hurdle for new drivers is the cost of HGV driving tests. Between medical assessments, CPC certification and licensing, many candidates drop out before they even reach the test centre. That’s why recent government schemes don’t just fund training—they also cover the full cost of HGV driving tests. It’s a practical step that removes financial friction and gets more people on the road, faster. But training alone isn’t enough. Diversity matters too. New campaigns are targeting underrepresented groups, including women, ethnic minorities and former EU nationals still eligible to work in the UK. The goal: expand the talent pool—and keep it moving.

Why young drivers aren’t joining the HGV industry

The HGV driver shortage won’t ease unless new talent enters the field. But right now, younger generations are staying away—and the reasons are clear:

1. Training costs
2. Industry perception
3. Lack of awareness

Training costs

Becoming an HGV driver isn’t cheap. Licensing, medical checks, CPC exams—before earning a single penny, candidates face a steep financial wall. For many, it’s a dealbreaker.

Industry perception

Young people see the job as outdated. Long hours, limited flexibility, physical exhaustion, and wages that don’t always match the effort. Compared to other sectors, the transport and logistics sector struggles to sell the lifestyle.

Lack of awareness

Many simply don’t know the job exists as a viable path. There’s little outreach in schools or colleges. No visible role models. And even fewer success stories showing that HGV driving can offer stability and progression.

Changing the narrative around truck driving for the next generation

If the industry wants to attract young drivers, it needs to change how it presents itself. That means showing the real value of the job—not just in terms of pay, but in purpose, skill, and long-term potential. It’s about meeting young people where they are, with modern tools, better messaging, and visible examples of success. And above all, it means proving that the industry is ready to change—so they feel it's worth joining.

Social media marketing

This generation lives online—so that’s where the message needs to be. Companies are turning to platforms like TikTok and YouTube to share real stories from the road. Not glossy ads, but day-in-the-life content from HGV drivers themselves. It works. It’s authentic. And it makes the job visible.

Modern truck designs

Forget the old stereotype. Today’s trucks are safer, smarter and more comfortable. Think ergonomic seating, built-in navigation, assisted driving features. For a generation raised on tech, that matters.

Flexible shifts & relay trucking

Work-life balance isn’t optional anymore. Relay models, where HGV drivers swap trailers mid-route, help cut down long-haul pressure. Shorter shifts, better planning, and smarter scheduling all play a role in keeping stress—and turnover—low.

The role of technology in solving the HGV driver shortage

Recruitment is only part of the solution. Technology helps companies do more—with fewer drivers.

The logistics world is already changing—and fast. If you’re wondering which tech trends to watch, TIMOCOM’s predictions for 2025 offer a sharp overview of what’s coming, from AI to greener transport. Worth reading if you’re planning ahead.

Digital solutions are making trucking more efficient and less stressful

Digitalisation doesn’t replace drivers—it supports them. From intelligent planning tools to real-time automation, the right systems help carriers stay competitive while making the job more manageable:

1. Route optimisation software
2. Automated freight matching
3. AI-powered load planning

Route optimisation software

Long, inefficient routes are a recipe for stress—and burnout. With smart planning tools, companies can reduce driving time, avoid bottlenecks and cut unnecessary detours. For drivers, that means more predictability and fewer headaches.

Automated freight matching

Empty trucks are bad for business. Platforms now match available loads with available capacity in real time. It keeps trucks full, fuel costs down, and schedules tight.

"Any information that may be missing is inferred from the existing data based on logic. For example, if a user enters 10 pallets, our AI knows that this corresponds to 4 loading metres." David Moog - Product manager at TIMOCOM

AI-powered load planning

Good planning makes good use of every shift. AI systems analyse routes, traffic, delivery windows and driver hours—all at once. The result: efficient schedules that don’t push HGV drivers past their limits.

Digitalisation doesn’t just improve efficiency—it changes the game. If you're looking for inspiration on how logistics businesses are using AI to solve real-world challenges, this interview with TIMOCOM’s product team gives a behind-the-scenes look at the impact of smart tools. It's proof that innovation doesn't have to be distant or complex to be useful.

"TIMOCOM AI significantly reduces the manual workload. It is possible to create freight offers in less than 20 seconds. This makes things much easier and saves time." David Moog - Product manager at TIMOCOM

Autonomous and electric trucks are evolving the role—not replacing it

Autonomous and electric vehicles are often positioned as the future of logistics. But what does that actually mean for many HGV drivers today—and in the years ahead? Let's take a closer look.

It’s a fair question. But for now, the answer is simple: not yet. The future shows:

1. Self-driving technology
2. Electric trucks
3. More tech, more roles

Self-driving technology

Autonomous trucks are being tested—but not at scale. Most systems still require a driver on board. Legal frameworks aren’t there. And the infrastructure? Far from ready. Tech is moving fast, but not fast enough to replace human judgement on complex routes.

Electric trucks

What’s changing faster is how trucks are powered. Electric HGVs are entering fleets across Europe. They’re cleaner, quieter, and cheaper to run over time. But they also come with new requirements: specialised training, charging logistics, and different maintenance cycles. We recommend you to read this in-depth article on electric trucks.

More tech, more roles

Will automation cut jobs? Maybe some. But more often, it shifts them. As systems grow more complex, companies need planners, schedulers, maintenance staff and drivers who understand smart tools. The job is evolving—not disappearing. While full autonomy is still years away, the conversation is already shaping expectations across the sector. If you want to dive deeper into how driverless trucks could reshape logistics careers, this blog by TIMOCOM explores the risks and opportunities of automation—without the hype. It’s a must-read for anyone watching this space with caution and curiosity.

How TIMOCOM helps companies navigate the HGV driver shortage

While the sector searches for long-term solutions, many companies need tools that work today. That’s where digital platforms like TIMOCOM’s Road Freight Marketplace come in. Through automated freight matching, the platform helps transport companies reduce empty runs and use available capacity more efficiently. Route planning tools support smarter scheduling, helping reduce driver stress and meet strict delivery windows.

And because the system connects thousands of logistics partners across Europe and the UK, it also opens doors to new international collaborations—fast. Whether you’re managing five trucks or five hundred, TIMOCOM offers a way to stay competitive, even in a tight labour market.

Future-proofing the transport sector requires structural change

Solving today’s driver shortage is one thing. Preventing tomorrow’s? That takes strategy. HGV companies need more than short-term fixes. They need long-term commitment—across the board.

Government incentives, workplace reforms and public awareness must work together

The HGV driver shortage crisis isn’t just a problem for today—it’s a test for the future. Long-term change takes more than one solution. It requires the industry, government, and public perception to move in the same direction.

More government incentives

Training needs to stay accessible. That means funding for licence programmes, fast-track schemes, and ongoing professional development. Investing in people keeps the sector moving.

Better workplace policies

The job needs to be worth it. That includes fair wages, guaranteed hours, proper rest periods and clear growth paths. Experienced HGV drivers want security—and they should get it.

Public awareness campaigns

The industry needs a rebrand. HGV Driving isn’t a fallback. It’s skilled, essential work. Strong campaigns, visible role models and better storytelling can help reshape how young people—and the public—see the role.

What comes next?

The HGV driver shortage is real, but not unsolvable. Leading companies across Europe prove that strategic change works. They invest in training, improve working conditions, embrace technology, and rethink recruitment from the ground up. The industry doesn’t need more reminders of the problem—it needs action. That means collaboration between governments, logistics providers and tech platforms. It means supporting new HGV drivers before they burn out, and showing the next generation that this is a career worth choosing. Because fixing the driver shortage isn’t about plugging gaps. It’s about building something better.

Looking for tools to make your fleet more efficient, even with fewer drivers? TIMOCOM’s Smart Logistics System helps you optimise routes, match freight faster, and stay competitive in a shifting market.

Want to try TIMOCOM’s freight exchange platform for free?

Now’s the time. Discover how smarter freight matching can help you reduce empty runs, cut costs, and keep your business moving—even with fewer drivers.

Let's talk now